Lexique RH

Video Interview: Definition and Best Practices in HR

Video interviews: definition, types (asynchronous, live), recommended tools and best practices for conducting effective remote interviews.

Video Interview: Definition and Best Practices in HR

Sommaire

40-60%
Time savings vs in-person interview
×3
Geographic pool expansion
5-7
Max questions for asynchronous format
30 min
Technical test duration before interview

Definition

A video interview is a remote selection method via videoconferencing tools. It exists in two formats: live interviews (synchronous) that replicate traditional interviews via Zoom, Teams or Google Meet, and asynchronous interviews where candidates record responses to pre-set questions.

Live vs Asynchronous Video Interviews

Live vs Asynchronous: How to Choose?

CritèreLive Interview (Synchronous)Asynchronous Interview
FormatReal-time exchange (Zoom, Teams)Candidate records their responses
InteractionNatural, follow-up questions possibleNo real-time interaction
Recruiter FlexibilityLow (shared time slots needed)High (watch when available)
Candidate FlexibilityLow (common availability needed)High (answer whenever suits)
Candidate VolumeLimited (1-2 per hour)Unlimited (effective pre-screening)
Recommended StageFinal interviews, in-depthPre-screening, first filter
Non-verbal AssessmentGood (direct interaction)Partial (non-spontaneous)

Best Practices for Successful Video Interviews

  1. 1

    Technical Preparation (30 minutes before)

    Test webcam, microphone, internet connection and lighting. Choose a neutral professional background. Ensure a quiet space without interruptions. For asynchronous, do a platform test run.

  2. 2

    Framing and Professional Presentation

    Position camera at eye level. Frame bust and shoulders. Dress professionally even in remote work. Look at the camera (not the screen) to simulate eye contact.

  3. 3

    Communication Adapted to Distance

    Articulate clearly, speak slightly slower. Pause briefly before responding (avoids interrupting). Emphasise facial expressions and listening signals, less visible on screen.

  4. 4

    Evaluation with Consistent Criteria

    Use same assessment grids as in-person. Focus on answers and demonstrated competencies rather than technical ease. Account for context (connection quality, environment).

Checklist Before a Video Interview (Recruiter)

  • Internet connection tested and stable (> 10 Mbps)

    WiFi or ethernet

  • HD webcam positioned at eye level

    Avoids ceiling effect

  • Microphone or headset tested

    Clear audio without echo

  • Lighting in front of you (not backlit)

    Lamp or window facing you

  • Neutral or blurred background

    Avoids distractions

  • Connection link sent to candidate with instructions

    Minimum 48 hours ahead

  • Assessment grid prepared and open

    Same scorecard as in-person

  • Computer notifications disabled

    Teams, Slack, email…

0/8 effectué(s)0%

Frequently Asked Questions about Video Interviews

Which format: live or asynchronous video interview?
Asynchronous is ideal for pre-screening with large candidate volumes: you can filter 20-30 candidates without shared scheduling constraints. Live interviews suit final stages, in-depth discussions and roles requiring real-time communication assessment. Combine both: asynchronous for first filter, live for interviews and final discussions. This reduces time-to-hire whilst maintaining evaluation quality.
Can video interviews completely replace in-person interviews?
For fully remote roles, yes, an entirely video process is possible and increasingly common. For in-office roles, it is recommended maintaining at least one final in-person interview to confirm culture fit, enable office tour and facilitate team meetings. A candidate meeting future colleagues in person before signing is more likely to confirm commitment.
How to evaluate candidates fairly in video interviews?
Use the same assessment grids as in-person. Focus on answers and demonstrated competencies rather than technical ease or setup quality (which varies by context). Account for potential technical issues: if connection is poor, offer to reschedule. Evaluate what you would assess face-to-face, not videoconference technology mastery.
How many questions for an asynchronous video interview?
5-7 questions maximum. Beyond that, completion rates drop: candidates abandon if it seems too long. Plan 2-3 minutes per question with limited retakes (2-3 attempts). Choose your most discriminating questions: those best revealing fit with key role criteria. Specify estimated total duration in invitation (20-30 minutes typically).
Are asynchronous video interviews legal in the UK?
Yes, asynchronous video interviews are legal in the UK, but subject to specific rules. Inform candidates of the recording and its use. Recorded data is subject to GDPR: limited retention, restricted access, deletion rights. Obtain explicit consent before interview. Ensure your platform respects GDPR (EU data hosting preferred).

Integrate Video Interviews into Your Aurelia Process

Centralised video links and recordings, shared assessment grids, automated invitations and asynchronous interview tracking.

Book a DemoExplore the HR Lexicon

Pour aller plus loin

Recruitment Glossary - HR Lexicon

Time to Hire: Reducing Recruitment Timescales

Candidate Pipeline: Managing Your Recruitment Funnel

Retour au Lexique RH